Trait like hurdles include personality traits such as

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Trait-like hurdles include personality traits such as low emotional stability, low
agreeableness and low openness to change and new experiences, which may constrain
individuals in the kind of career options and jobs they will consider. Low core se
evaluations, such as low self-esteem, low self-efficacy and unclear career identity, may
cause individuals to set lower resource-acquisition goals and to perceive their careers as
less successful.
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Careers: An organisational perspective
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Motivational hurdles refer to a weak internal motivation to become successful
low likelihood of expending resources to achieve long-term career goals. An internal
motivation is essential in helping individuals persevere when they encounter setbacks.
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Skill-related hurdles include a lack of the requisite knowledge and skills neede
advance in a career, which limits the likelihood of attaining career success. Low educatio
level and low participation in training and development activities limit the upskilli
and life-long learning that are essential in fast-changing work environments. Othe
examples of skills-related hurdles are: lack of international experience; few job position
changes within an organisation; few employer changes over the career lifespan; and lac
of diversity of work experience.
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Social network hurdles relate to an individual’s social capital. Little social capital (ie t
lack of meaningful relationships within the workplace and with professionals outside the
company and industry) results in individuals being disadvantaged in terms of learning
about new job opportunities, successfully obtaining those positions, and receiving
sponsorship from senior, experienced colleagues and mentors in the occupation.
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Organisational andjob hurdles refer to the work environment, such as lack of
organisational support, lack of promotion opportunities, low job challenge and low skills
utilisation in the job, which either enables or disempowers individuals from achieving
career success. Unfavourable organisational and job conditions may signal to employees
that they are not valued members of the team and that they have limited prospects for
future in the company.
Research shows that employees’ subjective career success is especially influenced by their
perceptions of current job and organisational conditions. Low subjective career succe
results in job dissatisfaction, low organisational commitment and low work engagement.
Organisations that take heed of employees’ career goals and needs and their experiences
subjective career success, and that provide organisational career support (see Chapter 8),
generally benefit from employees who have higher levels of organisational commitm
work motivation and engagement, and job satisfaction (Ng & Feldman, 2014).